Double Standards 31/5/2018

There is a Method to my Madness in this time when everyone is sharing their experiences with disabilities and the impact of discrimination on the lives of those of us who experience Mental Health Conditions. Tomorrow I will be attending the Pre-school Learning Alliance Minds matter: protecting the wellbeing of children and practitioners in the early years.
I am part of research http://www.maudsleybrc.nihr.ac.uk/ as a result of the discrimination at LEYF Nurseries which trigger my childhood traumas into PTSD over the period of 23rd July 2014 to when I resigned with a nervous breakdown. I will not be going into too much details as my stories are documented in cyberspace.
 
I would just like to bring to the world’s attention the duplicity of the UK government, in continuing to turning a blind eye to the operation of Modern Slavery Practices despite the Modern Slavery Act 2015. That’s why the likes of Winsome Duncan: Author & Public Speaker www.peachespublications.co.uk, is still on Social Media planning to fleece more vulnerable people of their money. She done the same to me after taking my money to publish my book and then having big birthday splash… But it still hurts my gut that after raising concerns with the proper channels and authorities including the Metropolitan Police Service, I am still treated like a MAD CRIMINAL and the perpetuators of crime are scotch free to get on with it.
 
The following was sent to me by my coach Winsome Duncan because I was barred from accessing LEYF website http://www.leyf.org.uk, amongst other breaches. As you can see it contains evidence about my experiences of discrimination at LEYF. Winsome Duncan email to:
Dear Mervelee,
 
Julia Elizabeth Gould reviewed LEYF Nurseries – 1 star
25 March 2016 ·
I worked for this company for 2 1/2 years. I was grateful for them taking me on as a first job. But not for all the stress and health problems that came with it. I feel sorry for all the lady’s at my nursery who I left behind.
For a company who tells us to be brave, nurturing, inspiring and fun. How do you expect your staff to accomplish such things with all the over worked hours and piles of paper work that you so happily force upon them. We are there to nurture the children of the future but instead worry so much on how tidy the rooms are and how outstanding the learning journeys are. There is no time left in the day to nurture let alone have fun.
Maybe now the company has stop concentrating so much at making more money by opening more and more nurseries you would take a step back and see the amount of stress and over worked your older nurseries have become. Maybe think about staffing them too, to lift the weight of over ratio’s and 25 key children per person would just be a start.
I watched a handful of good and honest members of staff leave the nursery I worked at and finally came to the breaking point of where I ( at the age of 21) had to leave for my own health.
 
Ingrid Curuvija Townsend reviewed LEYF Nurseries – 1 star
29 August at 18:38 ·
The staff turnover at marks gate has been awful causing so many other issues. Does nobody look at the effects of one person leaving before making the decision to move another 3? Now the deputy manager will also be leaving and she is the only person that reassured us during all of these changes that remained consistent and was always someone we could talk to. The children are unsettled and as a parent I feel awful leaving my child in the care of strangers I get my husband to pick up and drop off most days as I get too upset with all the chaos in the nursery.
 
Jyoti Sharma reviewed LEYF Nurseries – 1 star
12 March ·
I said Goodbye to LEYF couple of weeks ago but I feel that I left my mission unaccomplished and I am still struggling to overcome the LEYF addiction I have, however I do feel that by moving on I have done one of the best things for my overall well being. Leyf is an organisation which has high aspirations and to achieve these aspirations LEYF likes to push its staff as much as it can without sorting the issues or giving them enough support etc. Staff at Leyf get dead busy and no extra help or time is offered to them to manage the enhanced work load. As a deputy manager I had so much to do with out having any admin day or some time off the room. I was working as a deputy, a Senco, was in the ratio 5 days a week, had key children, doing extra hours, deputy’s extra work and 3 hours a day commuting and on top of all this putting up a bully chef. I was also put in the ratio when manager was absent which also put extended pressure on the staff when I had to leave room. No doubt Staff will find themselves unable to cope with added pressure. They are already under huge pressure as due to large number of agency staff and few apprentices they end up having 15 to 20 key children each. Eventually passionate staff who want to do a good job get stressed, frustrated and drained and finally bound to leave. Unpassionate staff also leave due to.separate reasons. In addition to fix the staff problems which I mentioned above another important thing LEYF must do is to upskill and empower their management team as they are directly responsible for staff well-being for example I had to put up a bully chef which affected my mental state to the extent that it nearly put me off coming to work every morning and myself (deputy manager) and the manager could not address this effectively and fairly I believe due to lack of confidence and skill or may be sometimes management’s habit or a will to ignore issues like this but who paid the price undoubtedly me. There are job competencies there for the staff which every one needs to meet but they are just a piece of paper. This ‘Chef’ does not meet any of these competencies, intimidates the staff however still comfortably working at LEYF under the nose of even Area manager who is (I hope so) well aware of his day to day actions.
 
Mervelee Myers’ insights:
 
All I am going to add is this is only one of the reasons for my Fight4justice campaign. But instead of getting the justice that I was looking for from the Employment tribunal, I ended up with this online… go to https://www.gov.uk/employment-tribunal-decisions/ms-m-myers-v-london-early-years-foundation-2300047-2016. I am sure the public will not be surprised to hear that this is my second time facing direct and indirect DISCRIMINATION. I am part of Dr Maria Hudson 2012 Research Paper: The Experience of Discrimination on Multiple Grounds for the Policy Studies Institute. Recommendations made to Acas. In this day and age when there is a Modern SLAVERY Act 2015, the ET reverted even further back than the SLAVERY ACT 1807. Is it any wonder I am suffering STRESS INCONTINENCE, so I am using the opportunity to tell the world the role that UNIONS play in keeping employees enslaved to the Modern Day SLAVERY Masters and Mistresses who have been given sanctions to destroy lives?
 
 
 
My Fight4justice Continues 11th September 2017.
My Fight4justice was created to show the world what LEYF Nurseries was doing to me from the time I returned from burying my MOTHER and transferred to BIB, HOC and New Cross in Southwark South London. As anyone who might be following my campaigns to clear my name and exonerate myself, they need look no further than Dr Maria Hudson 2012 Research: The Experience of Discrimination on Multiple Grounds for the Policy Studies Institute to show that although I am declared MAD by the trolls and naysayers, I am an accomplished WRITER, who will be an #Author with my first published BOOK soon.
But despite the recommendations to Acas, I doubt very much has been done to implement the recommendations. Otherwise I would not have been left to experience another miscarriages of justice at the hands of the Employment Tribunal Service. I have more than my fair share of stories to write about my experiences of facing discrimination since I arrived in the UK from 1992 to date. Believe me some of what happened to me are not good and do not make for pretty reading.
And most concerning does not make anyone feel positive and reassured that they will get justice from reading about the atrocities in the Mother Country in which I was expecting the systems and establishments to adhere to the legislations, laws, codes of practices and conducts. But instead I have had to deal with workplaces discrimination that ruined my life and career prospects the second time around.
Each time the unions UNISON http://unison.org.uk/ and Voice: the union for education professionals are involved http://www.voicetheunion.org.uk. The Local Educational Authorities, London Borough of Southwark SEND Section sen@southwark.gov.uk, and Local Safeguarding Board and Primary Schools. Solicitors Capsticks, Wimbledon, #JohnFenton http://www.personnelconsultancy.com, Bates Wells & Braithwraite London, http://www.bwbllp.com. Advising London and Barrister #SamanthaJones are all cut from the same cloth when it comes to dealing with the Vulnerable Employees.
I want the Public to take stock of my Facebook, LinkedIn, Google and Twitter to see if I have not been a CREDIBLE WITNESS? Throughout the time I joined the first Social Media platforms in February 2010. Then compare what I have been writing about my experiences from the time I transferred to BIB on the 23rd July 2014 to the Review of #JyotiBhardwaj below. Despite the ET Judgement posted online at https://www.gov.uk/employment-tribunal-decisions/ms-m-myers-v-london-early-years-foundation-2300047-2016, they have got it so wrong once again.
 
Jyoti Sharma reviewed LEYF Nurseries – 1 star 2 March ·
I said Goodbye to LEYF couple of weeks ago but I feel that I left my mission unaccomplished and I am still struggling to overcome the LEYF addiction I have, however I do feel that by moving on I have done one of the best things for my overall well being. Leyf is an organisation which has high aspirations and to achieve these aspirations LEYF likes to push its staff as much as it can without sorting the issues or giving them enough support etc.
Staff at Leyf get dead busy and no extra help or time is offered to them to manage the enhanced work load. As a deputy manager I had so much to do with out having any admin day or some time off the room. I was working as a deputy, a Senco, was in the ratio 5 days a week, had key children, doing extra hours, deputy’s extra work and 3 hours a day commuting and on top of all this putting up a bully chef.
I was also put in the ratio when manager was absent which also put extended pressure on the staff when I had to leave room. No doubt Staff will find themselves unable to cope with added pressure. They are already under huge pressure as due to large number of agency staff and few apprentices they end up having 15 to 20 key children each. Eventually passionate staff who want to do a good job get stressed, frustrated and drained and finally bound to leave. Unpassionate staff also leave due to separate reasons.
In addition to fix the staff problems which I mentioned above another important thing LEYF must do is to upskill and empower their management team as they are directly responsible for staff well-being for example I had to put up a bully chef which affected my mental state to the extent that it nearly put me off coming to work every morning and myself (deputy manager) and the manager could not address this effectively and fairly I believe due to lack of confidence and skill or may be sometimes management’s habit or a will to ignore issues like this but who paid the price undoubtedly me.
There are job competencies there for the staff which every one needs to meet but they are just a piece of paper. This ‘Chef’ does not meet any of these competencies, intimidates the staff however still comfortably working at LEYF under the nose of even Area manager who is (I hope so) well aware of his day to day actions.
 
The Area Manager Jyoti is referring to is #HildaMiller who made my life a living hell even before I transferred to BIB https://www.facebook.com/public/Mervelee-Myers. But what hurts me the most is how the 3 Judges allowed themselves to be CONNED at the ET case from the 20th -21st December 2016 and then again on the 28th February – 3rd March 2017. This is a sad indication of how the vulnerable employees are victimised and scapegoated into becoming the #VULNERABLE_VOICELESS because of direct and indirect discrimination. Now can the 3 judges examine their conscience please?
 

One thought on “Double Standards 31/5/2018

  1. By blocking me, they think I will not be able to tell the world about their unprofessional conducts? Winsome Duncan is planning to fleece people of their money. Does her co-partners in the venture know about her activities that will not be able to stand up to scrutiny?

    Liked by 1 person

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